Nov 20, 2017 | by Grace Hand

Hiring With a Vision

One of the most important jobs of a company’s leadership team is to define the vision of the company and make that vision become a reality. A company’s purpose, values, and mission can’t simply be limited to words on a boardroom wall. A company’s culture is formed by how its people live out the vision.

An organization will find it difficult to gain traction if its team members don’t value the same things, because shared values get everyone working toward the same goals. When each person knows that everyone is heading in the same direction despite differences of opinion, the team will be more successful. Shared values create a foundation that each person has confidence in.

On the other hand, if people value different things that are in conflict with one another, continual tension will invade every project. Instead of working together, team members will work toward their own differing objectives.

So how can you create a team where everyone is on the same page, living the vision? First, you need to hire with vision, and then you need to train to the vision.

Hire With Vision

As Jim Collins said, “You have to get the right people in the right seats on the bus.” You can’t build a great company without great people — people who share your vision and values.

How can you tell who the “right” people are when you’re interviewing candidates? Here are a few ideas.

Watch what they get excited about. Ask questions designed to get candidates to share what they value, and watch their facial expressions and body language.

Ask situational questions to reveal what they would do in a variety of circumstances when they need to make tough decisions.

Create interaction opportunities with other members of your team and watch how they act.

Train to the Vision

Once you have the right people in the right seats, you then have to train them in what the vision looks like lived out. This process goes beyond standard orientation meetings. You’ll want to create a comprehensive onboarding experience that not only educates new team members, but also generates excitement — which shouldn’t be difficult if you’ve hired with vision. This process should involve interaction and engagement.

It’s important to get buy-in from each team member, rather than simply dictating what they should do. Here are a few ideas.

Define how the company’s vision and values impact the day-to-day work. Give new team members a clear, concrete picture that they can relate to.

Connect new hires to team members who can help them get integrated into the environment and culture. They’ll need these resources to make the process organic, with long-term impact.

On an ongoing basis, schedule regular “vision sessions” where you review with the team what your guiding principles are and inspire the team to continue.

Building a company that truly lives its vision and values doesn’t happen by accident. When you create a plan to keep your team members on the path, you’ll give them a guiding light that they can follow — and get excited about.

At LEL, we're passionate about hiring team members that want to work hard, have fun, and be a difference maker in the equipment business. We'd love to talk to you about what it would look like to become part of our family!